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Working in a knowledge economy, it's all about the people — work gets done through people. Therefore, successful leaders must have effective practices and methods for helping people adapt to new ways of work. One fundamental in this domain of action is for leaders to understand the difference between change and transitions.

• Change is an external event — an action or decision either planned or unplanned — that impacts us as individuals.
• Transition, on the other hand, is the psychological internal reorientation that we go through in order to come to terms with change.

Innovation thrives in environments where new ideas are welcomed, where it’s okay to take risks — and where it’s okay fail. Organizations that are in the habit of valuing outcomes over effort may be squashing employees’ most innovative ideas before they even have a chance. This organizational attitude won’t change overnight, but it is possible to take immediate action to encourage innovation by cultivating a feedback culture.

 In the not-so-distant past, managers had a heavy hand in directing work. They told employees exactly what to do, how to do it, and when.  Most of the time, managers supervised work as it happened and were in charge of small groups of employees who were all in one place and whose work was the same from day to day.

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